Turnover intention is the dependent variable within our research model. This variable reflects an employee’s intention to quit the job voluntarily. Thus, it is different from involuntary turnover, planned staff reduction, or reduction in force. Webased the measurement of turnover intention on prior research (Hom and Katerberg, 1979; Lee et al., 1999; Thatcher et al., 2002) focused on voluntary turnover intention. Finally, we made use of a 7-point Likert scale on which 1 indicated an individual’s strong disagreement with the statement and 7 a strong agreement. Turnover intention comprises a behavioral dimension, expressed as ‘‘I intend to quit my job’’; cognitive thoughts about leaving the organization, expressed as ‘‘I think about leaving my actual employer’’ or ‘‘I think often about quitting my job at my current employer.’’ These are in line with previous studies on turnover intention. The resulting alpha coefficient of the three items is high (a = 0.94).